Have you ever felt the weight of being overworked and underpaid? Do you find yourself questioning your value in your workplace? Are you contemplating exploring new employment opportunities in the near future? If these thoughts resonate, knowing you are not alone in this journey is important. Many of your peers share these concerns.
The CUPA-HR 2023 Higher Education Employee Retention Survey (ERS) is not just a study; it’s a comprehensive collection of your experiences and opinions. It gathered data from 4,783 higher education employees across 539 institutions, including administrators, professionals, and non-exempt staff from various departments. This survey is valuable for understanding the job satisfaction and retention challenges you and your peers face in higher education (Bichsel et al., 2023).
The 2023 survey asked questions in the following areas:
- Likelihood of looking for other employment opportunities in the near future
- Reasons for looking for other employment
- Remote work policies and opportunities
- Work performed beyond normal hours and duties (overwork)
- Satisfaction with benefits
- Well-being and satisfaction with the job environment
- Retention incentives experienced in the past year
- Challenges for supervisors
- Demographic questions on gender, race/ethnicity, and age
- Characteristics of the employee’s position (Bichsel et al., 2023)
The survey’s analyses provided critical insights into the proportion of our higher education workforce at risk of leaving, the reasons why employees are considering other job opportunities, and the underlying factors contributing to their desire to leave. These findings are crucial in addressing our shared concerns. (Bichsel et al., 2023)
The survey results are as follows: one-third (33%) of higher ed employees are very likely or likely to look for new employment opportunities in the next year, which is unchanged from last year. This indicates that retention remains a significant and urgent challenge in higher ed. The area with the most acute retention challenge is student affairs, where 39% of employees surveyed say they are likely or very likely to look for other employment opportunities within the next year (Bichsel et al., 2023)
*A graph of reasons employees are seeking new opportunities was obtained from CUPA-HR’s 2023 survey data. (Bichsel et al., 2023)
A notable aspect of dissatisfaction revolves around their institution’s support for their professional growth. Almost half of employees (44%) express disagreement when asked whether they have opportunities for advancement at their institution, and around one-third (34%) disagree that their institution invests in their career development. Moreover, more than one-fourth of respondents (28%) disagree that their institution’s leaders show they care about their mental health and well-being. (Bichsel et al., 2023)
According to CUPA-HR research and key findings for 2023-2024, across higher education, employees are still paid less in inflation-adjusted dollars than in 2019-20 (pre-pandemic). (CUPA, 2024)
*A screenshot of a graph of Annual Pay Increases by Position Type was obtained from CUPA-HR research and key findings for 2023-2024. (CUPA, 2024)
In a well-run organization, these nuts and bolts that shape compensation are routinely checked and updated to stay competitive and achieve strategic goals. However, for many colleges, compensation practices have become the ‘deferred maintenance’ of the human resources world. This term refers to the practice of postponing necessary maintenance, often due to a need for more funds or resources. In the context of compensation, these practices must be regularly reviewed and updated, leading to issues such as stagnant salaries, late paychecks, inaccurate titles, and confusion over how pay is pegged to performance. (McClure, 2024)
Despite the availability of rich data backed by years of research, institutions are still mainly lagging in implementing standard-raised pay scales, resulting in higher attrition levels.
The survey’s findings are a call to action. Senior management and leadership must approach the situation holistically and use the data to implement a solution swiftly. This is crucial to prevent the loss of trained, qualified, and high-performing employees, a loss that higher educational institutions cannot afford!
Ranjitha Rao is the Budget/Financial Analyst Manager at the College of Nursing at Texas Woman’s University. She is dedicated to supporting academic and administrative goals through financial oversight. As an active member of the TWU Staff Council, she fosters a spirit of unified community among staff members and provides opportunities for their democratic representation. Through her involvement in the Staff Council, she promotes a positive and collaborative work environment and serves as a representative advisory member, presenting recommendations to university leadership. Ranjitha is also committed to fostering healthy workspaces, ensuring faculty, staff, and students thrive in a supportive and productive environment. Ranjitha holds a background in engineering and is currently a Ph.D. student focusing on leadership in higher education. She also holds a Master’s in Business Administration, with an emphasis in Accounting and Management. Additionally, as an adjunct, Ranjitha has taught first-year incoming classes, focusing on curriculum and strategic success, to help students transition smoothly into their academic journeys, along with accounting and healthcare administration classes for undergraduates. Ranjitha’s research interests include competency-based education, workforce development, leadership, management, and financial well-being in higher education. In her free time, Ranjitha enjoys exploring financial trends, participating in community events, and contributing to initiatives that promote financial literacy and education.
References
Bichsel, J., Fuesting, M., Tubbs, D. & Schneider, J. (2023, September). THE CUPA-HR 2023 Higher Education Employee Retention Survey. CUPA-HR. https://www.cupahr.org/surveys/research-briefs/higher-ed-employee-retention-survey-findings-september-2023/
CUPA. (2024). Workforce Pay Increases. https://www.cupahr.org/surveys/workforce-data/workforce-pay-increases/
McClure, K. (2024). Your Pay is Terrible? You’re not alone. The Chronicle of Higher Education, https://www.chronicle.com/article/your-pay-is-terrible-youre-not-alone